Human Resources Management Systems (HRMS) are the backbones of any organization, and without them, we would be working in an uninformed manner and our organizations would not be able to progress effectively. However, the HRMS Systems can be extremely difficult to use if they have not been tailored to suit your specific business requirements. Here are eight unforgivable HRMS mistakes that you must avoid at all costs in order to get the most out of your HRMS Systems.
1. Not Picking One
Choosing a System that Fits your Organization: When it comes to picking an HRMS Systems, it is important to know the requirements of your organization. What kind of reporting does the organization need? Does it need just one location or many? What about onboarding, open enrollment, workforce planning and job descriptions? All these questions will have an impact on your search and can help you find a system that fits. The Consensus is Clear: Picking a low-cost system for the sake of money should not be the driving force in selecting an HRM system.
2. Not Delegating
Everyone has a boss, so delegating tasks to them doesn’t just free up your time; it also sets your employees up for success. This will help them learn what they need to do in the future and make their day-to-day work more satisfying. It also ensures that you’re not giving too many responsibilities to one person and letting them become burned out or feeling frustrated by the workload. Finally, if you delegate well, you may find that others actually want to help with these tasks because they will be invest in them and care about how they get do.
3. Not Measuring Success
The key to success is measurement. How do you know if your company is moving in the right direction or needs a new focus? One way is to measure and track metrics such as customer satisfaction, churn rates, and product quality. If you don’t measure your data then it’s very difficult to make sound business decisions. Measuring these metrics also provides much-needed clarity on areas where work may need improvement or things are going well, so you’re able to concentrate on improving those that need it most. Tracking them gives a larger perspective on how they relate to each other and why changes should be made; this leads to an increased understanding of your business so you can become more efficient in accomplishing strategic goals.
4. Not Upgrading In a Year
If you haven’t upgraded your HRMS in the last year, I have some bad news: your system is slow and clunky, it can’t keep up with the latest regulations and best practices, it’s antiquated and outdated. In fact, you’re about to get beat by your competitors who will be able to do more for their employees faster than ever before.
5. Under-Upgrading
HR systems are expensive to implement. This is a deliberate move on the part of providers, as they know that no matter what system you purchase today, you will want better functionality and data capture in 5 years. With this being said, we still see that many organizations do not plan well enough when they are upgrading their HCM system and just how much it is going to cost them in the future to upgrade their current software package into something more robust.
It is important to really evaluate your business requirements upfront so that you can make an informed decision on what type of solution (i.e., small business suite vs enterprise suite) you need for your organization’s needs.
6. Ignoring Change Management
Change management is essential to any project, but in the HR industry it’s even more important. This often overlooked aspect of business execution can mean the difference between a smoothly running HR department and one that grinds to a halt under the weight of human resources staff discontent. The importance of change management is something that many experienced managers understand implicitly, but for those new to management or who haven’t managed other people before, the idea might be confusing at best. That said, understanding what needs to happen before, during and after making an employee-related business change can help ensure its success—or at least help you avoid an unpleasant aftermath.
7. Overlooking Customization
One of the most often overlooked areas in any enterprise system deployment is customization. Your organization’s needs may differ from other organizations in the same industry, even within your own organization departments. To take advantage of all the features that an ERP system can provide, you’ll need to customize your processes and business rules to match the system. This is crucial for optimum efficiency. Every process does not fit well into an application out-of-the-box, so don’t forget this part when deploying a new software product or upgrading to a newer version of an existing system.
8. Forcing Employees to Use it
Forceful employees to use the HRMS Systems on their own is a big no-no. One of the biggest reasons for these mistakes is because there are gaps in execution. For example, if an employer has an employee orientation and onboarding process but no policies or procedures on how to actually utilize the system, then there will be confusion on how to properly execute anything. In that case, it would be best for HR to train the new hires in person so they can get a hands-on tutorial from a knowledgeable professional.
Any new hire deserves a chance to feel welcome and part of the team by giving them personalize training at their level without feeling like they have been cornered into something they might not want or need to know.
Conclusion
Learning how to choose a payroll system is more complicated than it may seem at first glance. And even if you are confident in your decision, the road to implementation can still take some twists and turns.
Considering the nature of your organization, you need a solution that covers both detailed employee data entry and automated reporting options. If you’re considering moving away from an on-premise version of our software, we recommend considering one of our SaaS products. If it’s not too much trouble, contact our client care group for additional subtleties.
